Engagement surveys tell you how people feel. brandr Employer Index tells you whether what they experience
internally matches what your organisation promises the market — and what that gap is costing you.
Most internal surveys measure mood. They rarely measure whether the organisation can deliver what it claims.
A rising engagement score tells you people feel better. It does not tell you the brand is stronger.
Internal results read in isolation cannot show whether your employer brand is competitive.
HR data that the executive team cannot connect to commercial outcomes gets filed, not acted on.
01
Measure internal brand health against a validated framework
02
See leadership clarity and trust in management as scores, not themes
03
Surface retention risk before it becomes turnover
04
Compare what your people live against what the market is told
05
Track whether a culture programme actually changed anything
06
Give the executive team a number they already understand
07
Run quick pulses between full measurements
08
Benchmark your employer brand against your industry
Most people teams start with brandr Employer Index, then add the external side to see the alignment gap.
Three dimensions — branding, equality and human resources — measured on its own framework.
Short, recurring measurement giving fast feedback on a focused set of questions between full indexes.
Adding brandr Index shows the distance between what you promise the market and what your people experience.
An internal measurement is only as good as the honesty of the answers.
Your people need to know their responses cannot be traced back to them.
Results report at group level with a minimum response threshold. No individual can be identified.
Hosted in the EU, under GDPR.
Decide who sees which report, and at what level of breakdown.
Unfiltered feedback from the partners who drive our data.
"We wanted to see how our strategy aligned with customer expectations. Based on the results of the brandr Index, we saw an opportunity to focus more on sustainability. Both in the sense of improving our track record and helping other companies become more sustainable by utilizing technology.
When we used brandr Index for the first time the results delightfully indicated that brand image aligned in many aspects with our marketing and communication activities. But, there were also gaps we felt we should focus on, and things that needed an emphasis."
Audur Inga Einarsdóttir
Director of Marketing
Advania
“This is one of the most robust approaches I've come across when it comes to measuring brand health internally ... I really like how it connects brand strength directly to workforce outcomes.”
Christopher Rastin
Head of Research
E.ON
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“I’m meeting a potential client in financial services tomorrow – it is a competitive pitch but will need brandr Index again as part of our methodology. We’d very much like to include brandr Index in our ecosystem”.
Partner
Brandpie
"The first upside—important for a company of our size—is that it is less expensive than the alternatives. It gives us deeper data for less, and from a broader group of people."
Magnus Haflidason
CEO
Domino's Pizza Iceland
"We could really pinpoint those areas that needed improvement. That was the biggest thing. But, it was also good to get a confirmation on what we were doing right. brandr Index was proof that we were hitting the mark in a number of areas. The main thing brandr Index told us was a bit surprising.
It was that people didn’t know where to buy HH merchandise in the capital area of Reykjavik. And that was important. In the word cloud there was no mention of any retailers. We found that pretty unusual, we thought that people would connect certain retailers with HH, but it simply wasn’t the case."
Bjorn Thorisson
Sales & Marketing, Iceland
Helly Hansen
"We have used another survey tool which wasn’t as in-depth, it didn’t have as many cogs in the wheel. brandr Index helped me identify areas where we needed to improve. Using it was a step in the right direction."
Baldur Olafsson
Director of Marketing
Bónus
"We believe we have built a really strong brand, so we wanted to test that—to see where we stood compared to similar companies. My first impression after running the survey was that the results were very easy to understand. I was surprised at the amount of information there. I did not know the survey went so deep into the mind-set of the customer."
Fanney Skuladottir
Marketing Director
Blush
Or €319 for both sides — €79 a month less than buying them separately.
brandr creates a shared understanding across brand, leadership, HR, and strategy teams. Everyone works from the same truth, supported by data and clear decision signals.
No. Results report at group level with a minimum response threshold, so no individual response can be isolated.
Engagement measures how people feel. brandr Employer Index measures whether your organisation can deliver the brand it sells, on a framework that maps to the external measurement.
No. Many teams run both — engagement for mood and operations, brandr Employer Index for brand health and alignment.
The minimum response threshold applies per reporting group. We can advise on how to structure groups so results stay both meaningful and anonymous.
A full index once or twice a year, with brandr Pulse between them for fast checks on specific questions.
No card. No time limit. One survey per product.
The Brand Intelligence Platform.
